DEPARTMENT OF THE NAVY NAVAL SERVICE TRAINING COMMAND

2601A PAUL JONES STREET

GREAT LAKES, ILLINOIS 60088-2845

NSTCINST 1035.1A

N1

25 Mar 2019

NSTC INSTRUCTION 1035.1A

From: Commander, Naval Service Training Command

Subj: TELEWORK POLICY

Ref: (a) P.L. 111-292 of 9 Dec 10

(b) DoD Instruction 1035.01

(c) DoD Directive 8100.2

(d) OPNAVINST 5239.1C

(e) OPM ES/WLW-04-11, Guide to Telework in the Federal Government

(f) SECNAVINST 5211.5E

(g) SECNAVINST 5239.3C

(h) SECNAVINST 5510.36A

(i) 5 CFR 550.112(g), Time in Travel Status

(j) 5 CFR 550.112(h), Call-back Overtime Work

(k) 5 CFR 550.409, Evacuation Payments during a Pandemic Health Crisis

(l) 5 CFR 551.401(e), Irregular or Occasional Overtime Work

(m) NETCINST 1035.1 CH-1

(n) NETCINST 5230.2B

(o) NSTCINST 12610.2A

(p) 5 CFR 630.1605, Telework and Emergency employees

Encl: (1) NSTC Telework Handbook

1. Purpose. To establish a telework program policy for Naval Service Training Command

(NSTC) and subordinate activities in accordance with references (a) through (p). For commands

with bargaining units, appropriate labor relations obligations will be fulfilled.

2. Cancellation. NSTCINST 1035.1.

3. Background. Telework is referred to as a work flexibility arrangement where an employee

performs official duties and responsibilities from an approved worksite other than the location

from which the employee would otherwise work.

4. Scope. This instruction applies to all NSTC employees, civilian and military, assigned to

NSTC and its subordinate activities. This policy does not apply to federal contractors.

5. Discussion. Telework provides discretionary workplace flexibility for managers to expand

work options and increase workforce productivity. Telework is not appropriate in every situation

or for every employee, particularly in an operational training environment. Not all positions are

NSTCINST 1035.1A

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2

eligible for telework and not all employees are suitable for a telework schedule. Telework is a

privilege for employees not an entitlement. It can be granted or revoked at management’s

discretion.

6. Policy

a. NSTC encourages the development, implementation, and active promotion of telework to

enhance workforce efficiency and quality of life and to ensure continuity of operations.

Although the use of telework is encouraged, employees cannot be ordered to telework unless the

employee’s duties are designated as mission-critical, the employee’s telework agreement

addresses this requirement, or during a pandemic health crisis, in accordance with reference (k).

b. Telework is not an entitlement and not all employees are eligible. Enclosure (1) provides

guidance on eligibility. Personnel on an alternate work schedule are not authorized to telework.

c. Military personnel are not authorized to participate in recurring telework at this time.

Military personnel are authorized to telework on a situational or ad-hoc basis when weather

conditions or other circumstances disrupt continuity of operations.

d. Unscheduled telework is an option for federal employees to telework from home or an

approved, alternate worksite. The unscheduled telework option will allow more federal

employees to work from home or an approved, alternate worksite, to the extent practicable, when

severe weather conditions or other circumstances disrupt or prevent employees from commuting

or reporting to work. It will help maintain the productivity and resilience of the federal

workforce during heavy snow accumulation, reasons of national security, special events, and

other regional emergencies, and help ensure the safety of our employees.

e. Telework is not a substitute for dependent care, i.e., childcare or eldercare nor is it another

form of leave or excused absence. Employees are to perform only NSTC-related work while

teleworking.

f. Telework will be authorized for the maximum number of positions to the extent that

mission readiness is not impacted. Telework will create no adverse impact on the ability to

expeditiously meet client, supervisor, and co-worker needs. The overall mission of NSTC takes

precedence over an employee’s interest in telework participation. Decisions regarding employee

participation in telework arrangements will not be based on, or involve consideration of, an

employee’s race, color, gender, sexual orientation, age, religion, national origin, disability,

political affiliation, marital status, parental status, or participation in any protected activity.

g. Supervisors, teleworking employees, and non-teleworking employees should proactively

engage with each other to maintain their working relationships and guard against developing an

“out of sight – out of mind” attitude towards telework. Whenever possible, office special events

such as holiday parties, luncheons, and retirement parties should be scheduled and/or telework

days rescheduled if necessary to ensure that both teleworking and non-teleworking employees

can attend the event(s).

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3

h. Commands will periodically evaluate the effectiveness of their telework programs and

will maintain data on this program sufficient to respond to the annual reporting requirement

when issued by the Department of Defense (DoD) or other higher echelon activities.

7. Action

a. NSTC Manpower Director, N1 shall:

(1) Serve as the advisor for the activity’s Telework Program.

(2) Provide and interpret DoD, Department of the Navy (DON), Naval Education and

Training Command (NETC), and NSTC policies on telework.

(3) Update/revise telework policy based on new guidance/direction from higher

authorities (i.e., Office of Personnel Management (OPM), DoD, DON or NETC).

(4) Maintain Defense Civilian Personnel Data System (DCPDS) MyWorkplace Hierarchy

Tool for all civilian employees to reflect telework eligibility status. The position hierarchy is

required for supervisors/managers to view and update an employee’s telework eligibility record.

(5) Maintain telework program metrics for effective measure, assessment, and

compliance evaluation as required by Congress and OPM.

(6) Coordinate all telework data calls and prepare any reports required by higher

echelons.

b. Commanding Officers shall:

(1) Implement policies and programs to ensure telework options are allowed for eligible

employees to the maximum extent possible that does not comprise mission requirements.

(2) Utilize enclosure (1) or develop guidance and procedures to amplify the NSTC policy

to meet operational requirements. Any policy established shall include and meet all

requirements within this instruction.

(3) Designate a Command Telework Coordinator.

(4) Determine telework eligibility and participation status for all positions and

employees.

c. Supervisors/Managers shall:

(1) Complete “Telework Training for DON Supervisors” prior to approving employee

telework agreements.

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4

(2) Review all full-time permanent positions for eligibility and suitability for telework.

Determine eligibility for regular/recurring, situational telework, or ineligibility as prescribed

within outlined requirements. Regular/recurring is defined as teleworking at least twice in a bi-

weekly pay period. Ad-hoc/situational telework is designated for special assignments, inclement

weather, or emergency situations. Any changes to position eligibility shall be forwarded to the

Command Telework Coordinator and NSTC N1.

(3) Notify employees of their eligibility to participate in the telework program.

(4) Approve or deny requests for telework based upon outlined eligibility terms. Denial

of an employee’s request to telework will be documented using DD Form 2946. Justification for

the denial or termination of telework must be based on the eligibility terms consistent with

mission requirements, performance or needs of the workgroup (i.e., office coverage), and must

include when the employee may reapply or actions the employee should take to improve their

probability of approval when practicable.

(5) Maintain sufficient personnel on-site in the office to meet mission requirements.

(6) Apply the same performance management standards for both teleworkers and non-

teleworkers and ensure an equitable work environment for performance reviews, pay decisions,

and promotions for both teleworkers and non-teleworkers.

(7) Identify employees with mission-critical duties, those who may be required to

telework in the case of inclement weather, pandemic health crisis, or office closure and ensure

they have a completed and approved DD 2946 on file. Employees will be provided a description

of emergency duties with the telework agreement if emergency duties are different from the

employee’s normal duties.

d. Command Telework Coordinators shall. Oversee the coordination and administration of

the telework program for the activity to include retention of all telework documentation, metrics,

and program compliance for the purpose of any data calls and annual reporting requirements

from higher echelons.

e. Employees shall:

(1) Complete “Telework Training for DON Employees” before commencement of

telework.

(2) Submit a telework request via DD Form 2246 to their supervisor for approval and

provide the signed telework agreement to the activity Telework Coordinator before beginning

telework.

(3) Meet all requirements and follow all regulations as outlined in enclosure (1).

(4) Assume responsibility for operational costs incurred from working at their residence.

NSTC assumes no responsibility for any operating costs associated with the employee using their

NSTCINST 1035.1A

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5

personal equipment and residence as an alternate worksite. Use of personally owned equipment

may be authorized in compliance with reference (n) when government furnished equipment

(GFE) is not provided or available. Unauthorized disclosure of classified information or

Controlled Unclassified Information (CUI) on a personal device may result in confiscation and

destruction of the device.

(5) Adhere to DoD/DON/Navy Marince Corps Intranet (NMCI) Information Assurance

policies and guidelines, and ensure equipment is used in compliance with those directives while

under a telework agreement. Employees must obtain at their own expense reliable and optimum

connectivity to all necessary technology (i.e., internet access, phone, voicemail, or answering

machine). The employee will notify the supervisor immediately of any technological problems.

If the problem is not resolved immediately, the supervisor shall determine if the employee will

continue to work form the alternate site or return to the official worksite.

(6) Comply with all federal, DoD, and DON policies and procedures regarding sensitive

and/or classified information. No classified documents (hard copy or electronic) may be taken

by teleworkers to alternate worksites.

(7) Report to the traditional worksite on scheduled telework days, based on operational

needs and requirements, at the discretion of the supervisor and/or higher level leadership.

(8) Request leave as appropriate for circumstances where the employee is unable to work

due to injury, illness, or dependent care responsibilities. Employees approved for telework shall

not engage in care-giving activities during their assigned work times. Telework is not to be used

as a substitute for dependent care.

8. Work schedules, compensation and time and attendance

a. Employees who telework must be at their alternate work-site during their scheduled work

hours.

b. Employees who telework are not authorized to work Alternate work schedules.

c. Employees may work overtime/comptime only when specifically ordered and approved in

advance in accordance with reference (o). Instances in which employees perform

overtime/comptime work without prior approval may be cause for administrative or disciplinary

action.

d. All telework hours shall be appropriately coded on employees’ timecards in Standard

Labor Data Collection and Distribution Application (SLDCADA). A separate row will be used

on the timecard to reflect the Type Hour Code (THC) of Regular (R6) and the envirmental

harzard code (Ehz) of telework regular (TW) or telework situational (TS). Failure to properly

document telework hours in SLDCADA may result in the telework agreement being cancelled.

9. Records Management. Records created as a result of this instruction, regardless of media and

format, must be managed per Secretary of the Navy Manual 5210.1 of January 2012.

25 Mar 2019NSTCINST 1035. lA

10. Review and Effective Date. Per OPNAVINST 5215.17A, NSTC will review this instruction annually on the anniversary of its effective date to ensure applicability, currency, and consistency with Federal, DoD, SECNAV, and Navy policy and statutory authority using OPNA V 5215/40 Review of Instruction. This instruction will automatically expire five years after effective date unless reissued or canceled prior to the five-year anniversary date, or an extension has been granted.

Releasability and distribution:

;4-z .9 .2 / ' M. D. B~ltr-J

This instruction is cleared for public release and is available electronically only via the Naval Service Training Command issuance website, http://www.netc.navy.mil/nstc/NSTC_Directives/instructions.html.

6

NSTCINST 1035.1A

25 Mar 2019

Enclosure (1)

Naval Service Training Command

Telework Handbook

NSTCINST 1035.1A

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2 Enclosure (1)

TABLE OF CONTENTS

Background .............................................................................................................................. 4

Applicability and Scope ........................................................................................................... 4

Roles and Responsibilities

NSTC Executive Director (ED) ......................................................................................... 4

Manpower Director (N1) ................................................................................................... 4

Commanding Officers ........................................................................................................ 5

Managers and Supervisors ................................................................................................. 5

Employees .......................................................................................................................... 5

Telework Coordinator ........................................................................................................ 6

Eligibility of Positions ............................................................................................................. 6

Suitability of Employees .......................................................................................................... 7

Permanent Suitability Prohibitions .......................................................................................... 8

Types of Telework Arrangements ........................................................................................... 9

Procedures. ......................................................................................................................... 10

Government-Furnished Equipment (GFE)/Supplies/Property and

Use of Personally Owned Equipment ................................................................................ 11

Security of Information and Equipment ............................................................................ 11

Telework Agreements .............................................................................................................. 12

Revalidation ............................................................................................................................. 13

Cancellation of Telework Agreements .................................................................................... 13

Management-Initiated Cancellation ................................................................................... 13

Employee-Initiated Cancellation ....................................................................................... 14

Other Factors ............................................................................................................................ 14

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3 Enclosure (1)

Continuity of Operations (COOP) ........................................................................................... 14

Telework Sites ......................................................................................................................... 14

Inspections ......................................................................................................................... 15

Official Duty Station .......................................................................................................... 15

Performance Management ................................................................................................. 15

Hours of Duty and Work Schedules .................................................................................. 16

Changing or Suspending Telework Days .......................................................................... 16

Call-Back Travel ................................................................................................................ 16

Temporary Duty (TDY) Assignments/Details ......................................................................... 17

Time and Attendance ......................................................................................................... 17

Overtime and Compensatory Time .................................................................................... 17

Leave ........................................................................................................................................ 17

Administrative Leave, Dismissal, Emergency Closings, Equipment Failure .......................... 17

Workers’ Compensation .......................................................................................................... 18

Safety ....................................................................................................................................... 18

Denial of Telework .................................................................................................................. 18

Attachments:

1. Training Certification PII and Telework Training for Don Employees

2. Notice of Telework Agreement Expiration

3. Request to Revalidate Standard Telework Agreement

4. How to Record Telework in the SLDCADA System

5. DOD Telework Agreement (DD 2946)

6. DON Telework Information Technology (IT) Strategy Checklist

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4 Enclosure (1)

Background

Telework participation has increased dramatically over the last two decades in the federal

government. The interest in alternative or flexible workplace arrangements has increased as a

result of a greater employee demand for a better balance of their work and family lives and a

reduction in the time and money spent commuting. Telework is a tool that provides employees

with the opportunity to perform their duties at an alternate worksite such as their homes or other

alternate locations during an agreed-upon portion of their workweek. The benefits for the

command include improved continual operations response, potentially reduced need for office

space, improved employee productivity, morale, motivation, job satisfaction, and retention.

Applicability and Scope

This handbook is applicable to all NSTC employees, civilian and military, assigned to

headquarters (HQ) and its subordinate commands, who occupy positions/billets which have been

determined to be eligible for telework. This policy does not apply to federal contractors.

Implementation of a telework program with respect to bargaining unit employees must be

coordinated with NSTC N1 to ensure all notification and bargaining obligations have been met.

All NSTC telework agreements will be executed under the authority of this handbook.

Roles and Responsibilities

Executive Director (ED)

The ED has authority to approve alternate duty stations and recurring standard telework in excess

of two days per pay period for civilian employees across the NSTC domain. If the Executive

Director is unavailable, the Chief of Staff can make the determination. This authority cannot be

re-delegated.

Manpower Director (N1)

The N1 has responsibility for the general oversight of the program and designation of an NSTC

Staff telework coordinator.

Commanding Officers (CO)

COs have the responsibility of implementing and managing a telework program. COs must

ensure the command’s mission remains the priority over telework interests.

Managers and Supervisors

Managers and supervisors at all levels of NSTC have authority to approve requests for regular

and recurring telework up to one day per week, two days per pay period, and to determine both

the eligibility of positions and suitability of employees for telework based on guidance in this

handbook. In accordance with references (a) through (p), managers and supervisors will ensure

that financial, logistical, organizational, or other barriers to full implementation and successful

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5 Enclosure (1)

policy execution are mitigated to the fullest extent practicable. Supervisors are responsible for

the effective functioning of their workgroup, including both teleworking and non-teleworking

employees, and will put procedures in place to maintain communication between teleworking

and non-teleworking employees.

Employees

Employees at all levels of NSTC are responsible for adhering to NSTCINST 1035.1A and policy

within this handbook. Employees are responsible to ensure that a safe and proper work

environment is maintained at alternate work sites. Dependent care arrangements must be made

so as not to interfere with the employees’ work, and personal distractions such as non-business

phone calls and visitors must be kept to a minimum. Employees are also responsible for

providing simultaneous phone and computer connectivity if working at home or in a remote

location. Local procedures will be followed to document the check-out of government-furnished

equipment (GFE). Internet service, WIFI connectivity, is the responsibility of the employee. Air

cards will not be provided. Teleworking employees are responsible for ensuring the success of

the telework arrangement. They must continue to actively participate with their workgroup and

in the daily business operations of the office, including information sharing, regular

communication, and being consistently and readily available. Employees are also responsible for

protecting all sensitive data in their possession, including personally identifiable information

(PII). Employees are responsible for ensuring customers, supervisor, and co-workers have ready

access to telephone contact information or to ensure work telephone lines are transferred to

personal phone lines.

Telework Coordinator

The telework coordinator is responsible for the day-to-day management of the command

telework program including:

• Tracking employees’ completion of telework/PII training and Attachment 1 prior to

teleworking

• Maintaining paper or electronic telework agreements, Attachment 2

• Gathering information required for reporting and responding to data calls

• Providing telework training and guidance as needed

• Periodically evaluating the program to assess its success or need for modification

• Actively promoting telework

• Maintaining accurate lists of telework eligible positions and participating employees in

their command

• Establishing a system to monitor telework agreements for pending expiration, and

reminding employees by Attachment 3 of the need to submit Attachment 4

Eligibility of Positions

Supervisors must first determine which positions/billets under their supervision are eligible for

telework. Positions eligible for telework are those involving tasks and work activities that are

portable, do not depend on the employees being at the official duty station, and are conducive to

NSTCINST 1035.1A

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6 Enclosure (1)

supervisory oversight at the alternative worksite. Positions will not be excluded as eligible

solely on the basis of occupation, series, grade, or supervisory status. Positions generally not

eligible for telework are those positions involving tasks that are not appropriate to be performed

away from the official duty station, including tasks that:

• Require daily face-to-face interaction with the supervisor, other managers, colleagues,

clients, or the general public in order to perform the job effectively, which cannot otherwise be

achieved via email, telephone, fax or similar electronic means

• Require daily access to classified materials

• Require daily access to Navy or DoD information systems that cannot be accessed from

non-DoD IP addresses

• Require have daily hands-on contact with work machinery, equipment, vehicles, etc.

• Require worksite coverage

Probationary, trainee, and entry-level positions are generally not appropriate for telework,

because the employees require closer supervision, and probationary/trial periods are established

for the specific purpose of allowing supervisors an opportunity to personally observe and

evaluate employees’ performance and overall suitability for federal employment. Supervisors

may request a waiver from this policy after employees have been in their assigned position for a

minimum of one year. The ED shall be the approving official for this waiver.

If any of the conditions listed above are applicable, the positions are not eligible for telework.

Suitability of Employees

Employees suitable for telework are employees whose demonstrated personal characteristics are

well suited to telework, as determined by the supervisor (s), including at a minimum:

• Dependability

• Trustworthiness

• Ability to handle responsibility

• High personal motivation

• Ability to work independently and effectively, with minimal supervision

Suitable employees must have been rated “outstanding or fully successful” on their most recent

performance rating of record and have no unresolved security issues (must maintain eligibility

for secret clearance).

Suitable employees must have the confidence of their supervisor(s) to work at an alternate

location.

Suitable employees must have developed a working familiarity with NSTC's organization and

policy and their job requirements.

Additionally, within the past 24 months, the employees must not have received or have:

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7 Enclosure (1)

• Performance Improvement Plan (PIP), or other form of written counseling because of poor

performance

• A written counseling, disciplinary action, or adverse action because of misconduct

• A Letter of Requirement or other form of written counseling because of attendance

problems

If any of the above apply to an employee, that employee is not suitable for telework.

Employees may contest the denial of telework, the reasons given for a denial, and the

termination of an existing telework agreement through the administrative or negotiated grievance

procedures as applicable.

Permanent Suitability Prohibitions

• In accordance with the guidance set forth in 5 USC 6502(a)(2), employees may not be

authorized to telework if:

• Officially disciplined for being absent without permission for more than 5 days in any

calendar year, or

Officially disciplined for violations of subpart G of the Standards of Ethical Conduct of

Employees of the Executive Branch for viewing, downloading, or exchanging pornography,

including child pornography, on a federal government computer or while performing federal

government duties consistent with the guidance set forth in 5 CFR 2635.704.

This provision constitutes a permanent bar from teleworking and is not subject to appeal.

Types of Telework Arrangements

Standard Regular and Recurring. Telework that requires an approved work schedule where

eligible employees consistently work one day per week or two days maximum per pay period at

an alternative worksite. Employees must complete Attachments 1 and 2.

Standard Ad-Hoc/Situational. Telework that occurs sporadically. Under such an arrangement,

employees typically work for at least a full day or more at an alternative worksite. Ad hoc/

situational arrangements are not mutually exclusive of regular and recurring telework

arrangements. Employees must complete Attachments 1 and 2. Supervisors may consider ad-

hoc/situational telework arrangements for reasons including, but not limited to:

• To work on urgent projects/assignments that have short turnaround times

• To perform large projects or tasks that require concentration and uninterrupted blocks of

time for successful completion

• When the official duty station is not usable, e.g., during office renovation

• When there is a need for convalescence from a short-term injury or illness but the

employee is still able to complete work (supervisors may authorize telework instead of sick

leave, but only at the supervisor's discretion with medical documentation indicating the

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8 Enclosure (1)

employee can work successfully from home despite the illness/condition; it is not an automatic

entitlement)

• When there is a short-term assignment that could be performed at an alternative worksite

free from typical office distractions, thus enabling greater focus on completion of the assignment

• When Office of Personnel Management (OPM), DoD, or NSTC declare government

closure of all or part of their activities due to major disasters, natural disasters, emergency

situations, adverse weather conditions, or other incidents causing disruption of government

operations

Procedures

Once the supervisor has identified which positions are eligible for telework in Defense Civilian

Personnel Data System (DCPDS), the option of telework should be discussed with suitable

employees. Employees interested in telework may also ask their supervisor regarding the

possibility of being placed on a telework schedule. The supervisor should respond to these

requests within a reasonable period of time.

When considering the suitability of employees for telework arrangements, supervisors must

ensure the arrangements are either cost neutral or beneficial, i.e., allowing employees to telework

will not increase costs to the command or the client.

If the supervisor determines an employee's position is eligible for telework, and the employee is

suitable for telework, the employee will complete the required Personal Identifiable Information

(PII)/Telework Training for DON Employees in total workforce management system (TWMS)

and submit Attachment 1 as certification of completion prior to submitting a telework agreement.

If an employee already has a telework agreement on file but has not completed the training,

he/she should complete the required PII/Telework Training for DON Employees in TWMS and

submit Attachment 1 to the appropriate telework coordinator.

Upon completion of PII/Telework Training for DON Employees, employees will submit

Attachment 2 to their immediate supervisor for a standard telework schedule. The supervisor

signs pages 1 and 3, and the employees sign pages 1 through 3. Attachment 2 may be submitted

in hard copy or electronic copy to the telework coordinator.

Employees found to be suitable for telework and who encumber telework-eligible positions are

authorized to perform regular and recurring standard telework up to one day per week, two days

per pay period with supervisory approval.

The supervisor must determine in advance how supervision will be accomplished, including, but

not limited to: the manner and frequency of contact, how work will be assigned/evaluated. All

timekeeping procedures as mandated via reference (o), shall be adhered to. Teleworking

employees shall ensure they have access to (SLDCADA).

If paper telework forms are used, copies of Attachment 1 and any other forms will be retained by

the employee and the supervisor, and the original will be sent to the command telework

coordinator.

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9 Enclosure (1)

Government-Furnished Equipment (GFE)/Supplies/Property and Use of Personally Owned

Equipment

Employees must comply with equipment usage requirements set forth in the telework agreement.

Employees and supervisors will complete the Technology/Equipment Checklist found in Section

III of Attachment 2.

The command is responsible for the service and maintenance of GFE. Employees may be

required to bring their GFE into the office for maintenance.

The command will not provide office equipment or office supplies, e.g., paper, toner, printer ink,

staplers, pens, etc., for telework. Command will not provide aircards. WiFi connectivity is the

responsibility of the employee. Command will not provide a cell phone solely for the purpose of

telework.

GFE is for official use and authorized purposes only. Family members and friends of employees

are not authorized to use GFE and command-provided materials. GFE must be returned to the

command at the conclusion of telework arrangements, at the command's request, or at the

conclusion of the employees’ employment.

Operating costs associated with the teleworkers using their personal residence as the alternate

worksite, including home maintenance, insurance, or utilities, e.g., telephone, cable, internet,

heat, electricity, are assumed by the employees. NSTC assumes no responsibility for any

operating costs.

NSTC is not liable for damages to employees’ personal or real property while the employees are

working at home, except to the extent the government is liable under the Federal Tort Claims Act

or the Military Personnel and Civilian Employees Claims Act.

Due to limited inventory of laptops and CAC readers, equipment may or may not be available.

employees approved for telework may purchase, at their own personal expense, CAC readers and

any required software. These costs will not be reimbursed by NSTC or any subordinate

activities.

Security of Information and Equipment

Employees are required to follow security policies and procedures set forth in reference (g). At

no time will employees work with or create classified hard copy or electronic information while

working at alternate work sites. Employees will handle only unclassified information when

working at any site other than those command sites specifically designated for the handling of

classified information. Teleworkers who access government e­mail and other DoD systems will

require CAC authentication. Employees are responsible for the security and care of government-

furnished information, equipment, and property, including the computer, if issued to them and

the data it contains. Employees will immediately, or as soon as practical, report any lost, stolen,

or damaged equipment to their supervisors and local Command Information Officer (CIO)

support personnel. In addition, if a laptop computer is stolen, the employee must file a police

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10 Enclosure (1)

report as soon as possible, obtain a copy of the police report, and provide it to his/her manager

and CIO department. Per reference (f), if any data covered by the Privacy Act, including PII, is

compromised, lost, or stolen, the employee must immediately report the incident to their

command privacy POC, which at NSTC is the Office of General Counsel.

Telework Agreements

Completion of Attachment 2 is required for all employees prior to working at an alternate

location. Section II of Attachment 2 is the Safety Checklist that must be signed by the employee,

and Section III is the Technology/Equipment Checklist that must be signed by the employee and

the supervisor. A signed copy of the agreement will be provided to the participating employee

and the supervisor, and the original will be retained by the appropriate telework coordinator.

When a telework agreement has been approved, the agreement normally continues in effect for

as long as the employee chooses to participate in the program and the supervisor annually

approves requests for revalidation.

Any permanent changes to the telework agreement must be documented either by an attachment

to the current agreement or by completing a new agreement.

The telework arrangement can be suspended by the supervisor, higher level leadership, or the

employee. The initiating party must complete Section IV of Attachment 2, and both the

employee and the supervisor must sign and date Section IV. A signed copy of Section IV will be

provided to the participating employee and the supervisor, and the original will be retained by

the appropriate telework coordinator.

Revalidation

All telework agreements, both standard and remote, must be revalidated every two years in order

for employees to continue participation in the telework program. Each telework coordinator will

establish a "tickler" system to monitor telework agreements for pending expiration and will

periodically remind employees by means of Attachment 3 of the need to submit a request for

revalidation. If employees choose not to continue their telework schedule, Attachment 3 will be

completed, signed, and returned to the telework coordinator. Employees who wish to revalidate

their telework agreements must complete Attachment 4 and forward it to the supervisor for

approval. If employees fail to meet the revalidation requirements, their telework agreements will

be cancelled via management and the completion of section IV of Attachment 2.

Cancellation of Telework Agreements

Supervisors, higher level leadership, or employees may cancel telework arrangements. Initiating

parties must complete Section IV of Attachment 2, and employees and supervisors must sign and

date Section IV.

Management-Initiated Cancellation

NSTCINST 1035.1A

25 Mar 2019

11 Enclosure (1)

Employees’ participation in telework may be cancelled at the discretion of supervisors or higher

level leaderships operational reasons including, but not limited to:

• disciplinary or performance-based action;

• prohibited practices occurred while teleworking, e.g., dependent care, performing work for

a non-government entity;

• being placed under investigation for misconduct

• the telework arrangement is no longer beneficial to NSTC

• the telework schedule has negatively impacted client service, the efficiency of the work

group, etc.

An employee's refusal to return to the official duty station or other worksite determined by the

supervisor on the date determined by the supervisor may subject the employee to disciplinary or

adverse action, up to and including removal from federal service.

Employee-Initiated Cancellation

When an employee wishes to cancel the telework arrangement and return to the official duty

station, the supervisor and employee will work together to facilitate the employee's return to the

official duty station in a timely manner.

Other Factors

Continuity of Operations (COOP)

Mission essential employees who will be expected to telework during a Continuity of Operations

(COOP) event. Mission essential employees who do not routinely telework should periodically

practice telework on an ad-hoc basis to familiarize themselves with the intricacies of teleworking

and to prepare for unforeseen difficulties.

Per reference (k), management may order employees to evacuate from their worksite and

perform work from their home or an alternative location mutually agreeable to the command and

the employee during a pandemic health crisis without regard to whether the command and

employees have telework agreements in place at the time the order to evacuate is issued. Under

these circumstances, a command may designate the employees’ home or an alternative location

mutually agreeable to the agency and the employee as a safe haven. Evacuated employees at a

safe haven may be assigned to perform any work considered necessary or required to be

performed during the period of evacuation without regard to grade level or title. Employees

must have the necessary knowledge and skills to perform assigned work. Failure or refusal to

perform assigned work may be a basis for disciplinary action.

Telework Sites

All worksites must be conducive to conducting business. Employees are responsible for

ensuring that a safe and proper work environment is maintained, e.g., dependent care

arrangements are made so as not to interfere with the work and personal distractions such as non-

business phone calls and visitors are kept to a minimum, and providing simultaneous phone and

NSTCINST 1035.1A

25 Mar 2019

12 Enclosure (1)

computer connectivity if working at home or in a remote location. Employees who telework

from home should designate one section of the home as the telework work station for purposes of

the telework agreement and complete Section II of Attachment 2.

Inspections

As a condition of accepting a telework schedule, and as indicated in Section I, block 6 of

Attachment 2, supervisors have the right to inspect the alternate worksite, by appointment only,

to ensure safety standards are met and GFE is properly maintained.

Official Duty Station

The official duty station will not be changed for employees who work at alternate locations. The

official duty station for the purpose of the telework program is the city/town designated in Block

39 on the most recent "Notification of Personnel Action," (SF-50).

Performance Management

The critical elements in the employees’ performance plan for telework should be the same as at

the official duty station. Participating employees must complete assigned work according to the

procedures set by the supervisor (s) and according to the employees’ performance plans.

Teleworker performance should be frequently evaluated by the supervisor to ensure that working

at an alternative workplace is productive for the command. As with employees at the official

duty station, teleworking employees will be held accountable for the results they produce. In the

section "Component-Specific Terms and Conditions" of Attachment 2, supervisors should

clearly address their expectations of the employees’ performance, as well as their expectations

regarding work assignments, office coverage, and communication between teleworking and non-

teleworking employees in the workgroup. Employees and supervisors will discuss, as often as

necessary, work assignments to be performed or training to be accomplished while the

employees are performing telework. Whenever possible, such assignments or training should be

explained and understood in advance of the telework event. As when working at the official

duty station, supervisors may, at their discretion, modify or cancel any work assignment.

Hours of Duty and Work Schedules

When determining work schedules, the supervisor should consider all appropriate factors,

including the needs and mission of the command, office coverage, and the employees’

preferences. Under normal circumstances, teleworking employees must be at their alternate

worksite during their scheduled tours of duty. Supervisors have the authority to disapprove or

require a change in any work schedule arrangement to avoid an adverse impact on operations.

The overall interests of the command take precedence over the employees’ interests in telework

participation.

Changing or Suspending Telework Days

NSTCINST 1035.1A

25 Mar 2019

13 Enclosure (1)

An employee may change telework day(s) on a temporary or permanent basis with prior

supervisory approval. The supervisor must document the change in writing, e.g., e-mail or

memo attached to the employee's telework agreement, etc. A supervisor may direct an employee

to come into the office on a telework day for work related reasons, such as lack of office

coverage or to attend meetings or training. The supervisor may grant the employee another

telework day in lieu of the one that was suspended, but is not obligated to do so. Directing an

employee to come to the office on a normal telework day is not considered a

termination/cancellation of the telework arrangement.

Call-Back Travel

The supervisor may call teleworking employees back to the official duty station during normal

work hours for work-related reasons including, but not limited to: special projects, meetings,

lack of office coverage, mission requirements, or training. Teleworkers directed to report back

to the official duty station during a regularly scheduled tour of duty will have their travel hours

credited as hours of work. Per reference (i), teleworkers directed to travel back to the official

duty station outside of the regularly scheduled tour of duty for irregular or occasional overtime

work are entitled to at least two (2) hours of overtime pay or compensatory time off.

Temporary Duty (TDY) Assignments/Details

Telework arrangements do not automatically follow an employee who is sent on a temporary

duty (TDY) assignment or temporarily detailed. The new supervisor may continue or modify the

employees telework arrangement but is not obligated to do so.

Time and Attendance

Supervisors and employees must report time and attendance accurately to ensure employees are

paid correctly for the time spent performing their duties, and that absences from scheduled tours

of duty are accounted for correctly in accordance with reference (o). Supervisors must have

reasonable assurance that employees are working when scheduled. Reasonable assurances may

include occasional calls or e-mails by the supervisor to the employees’ alternate worksites and

determining reasonableness of work output for the time spent off-site. When completing

timecards, employees must use the proper SLDCADA procedures per Attachment 4 for telework

to ensure that telework usage can be tracked and sufficiently documented.

Overtime and Compensatory Time

The current policies and Fair Labor Standards Act (FLSA) regulations for the administration and

use of compensatory time and overtime are unchanged when teleworking. Overtime and

compensatory time must be requested and approved in advance per reference (o).

Leave

Command policies for requesting annual leave, sick leave, or leave-without-pay are unchanged

when teleworking. Employees are responsible for requesting leave in advance from the

supervisor and for providing the supervisor accurate time and attendance data per reference (o).

NSTCINST 1035.1A

25 Mar 2019

14 Enclosure (1)

On days when an "Unscheduled Leave/Unscheduled Telework Policy" is in effect, employees

participating in telework may request to work at the alternate duty site instead of reporting to the

official duty station or taking leave. The approval of such requests is at the discretion of the

supervisor. Employees shall request leave as appropriate when unable to meet telework

requirements due to illness, injury or dependent care responsibilities. Employees approved for

telework shall not engage in care-giving activities during their assigned work times. Telework is

not to be used as a substitute for dependent care.

Administrative Leave, Dismissal, Emergency Closings, Equipment Failure

The ability to conduct work and the nature of any impediments, whether at the alternate worksite

or the official duty station, determines when employees may be excused from work. Employees

who know in advance of a situation that would preclude working at their alternative worksite

should either work in the office or take approved leave. Per reference (p), employees who are

participating in a telework program and have an approved telework agreement, may not be

granted administrative leave due to weather or safety reasons. The only exception is if the

command determines the conditions that resulted in admin leave could not reasonably be

anticipated by the employee and the employee was not able to prepare for telework and is unable

to perform productive work at the telework site. For example, if a significant snowstorm is

predicted, the employee may need to prepare by taking home any equipment and work needed

for teleworking. If an employee fails to make necessary preparations for reasonably anticipated

conditions, the command may not grant the employee weather and safety administrative leave,

and the employee would need to use other appropriate paid leave or leave without pay.

Teleworking employees who experience equipment failure should report the situation to their

supervisor and their computer helpdesk immediately.

Workers’ Compensation

Teleworking employees are covered by the Federal Employees’ Compensation Act (FECA) and

qualify for continuation of pay or workers’ compensation for on-the-job-injury during normal

work hours or occupational illness. The supervisor's signature on the request for compensation

attests only to what the supervisor can reasonably know, whether the event occurred at the

regular worksite or the alternate worksite. Employees bear the responsibility for informing their

supervisor immediately of an injury. Supervisors must ensure that claims are brought

immediately to the attention of the command's Workers’ Compensation Coordinator and the

Safety Officer.

Safety

Occupational Safety and Health Administration (OSHA) rules governing safety in the workplace

apply to work performed while telecommuting. Telework offices in the home require adequate

workspace, lighting, telephone service, power, and temperature control. Employees will

complete the Safety Checklist found in Section II of Attachment 2. Employees are responsible

for ensuring their homes comply with safety and health requirements. Employees who refuse or

are unable to comply with the requirements of the Safety Checklist are precluded from using the

NSTCINST 1035.1A

25 Mar 2019

15 Enclosure (1)

home as an alternative worksite until the requirements are met. Safety requirements will not be

waived or altered to accommodate the employee.

Denial of Telework

Employees who have been denied telework retain the right to file an administrative grievance or

a grievance through the negotiated grievance process

NSTCINST 1035.1A

25 Mar 2019

Attachment (1)

TRAINING CERTIFICATION

PII AND TELEWORK TRAINING FOR DON EMPLOYEES

1. I certify the following:

a. I have completed TWMS Privacy and Personally Identifiable Information (PII) Awareness

training within the last 12 months.

b. I have completed TWMS "Telework Training for DON Employees" training within the

last 12 months.

c. I understand that I am not allowed to store any information that can be used to identify,

contact, or locate the person to whom such information pertains when using personally-owned

computers. The use of personal electronic storage media is not permitted at any time. This

prohibition covers information from other sources, or from which other personally identifiable

information can be derived, including but not limited to:

• Name • Financial Profiles

• Address • Credit Card Information

• Telephone Numbers • Social Security Numbers

• Fax Numbers • Biometric Data

• E-Mail Addresses • Date of Birth

2. If I learn or suspect that information described in paragraph 1c above, whether in electronic or

physical form, has been lost or stolen, or subjected to unauthorized access, use, disclosure,

modification, or destruction, I will report such to my Information Assurance Manager and my

supervisory chain within one (1) hour of suspecting or knowing such event(s), or as soon as is

practical.

As of this date, my Information Assurance Manager (IAM) is:

_______________________________________________

(Name, phone number and e-mail address of IAM)

I have read and understand the requirements listed above. I understand that my completion of

PII and Telework Training for DON Employees training and my signing of this

acknowledgement are required before entering into a telework agreement with NSTC.

______________________________

(Employee Signature)

______________________________

(Employee Name- type or print)

______________________________

(Date)

Note: Copy to employee and supervisor; telework coordinator keeps original.

NSTCINST 1035.1A

25 Mar 2019

Attachment (2)

NOTICE OF TELEWORK AGREEMENT EXPIRATION

Date: ________________________

From: ________________________(Telework Coordinator)

To: ________________________(Employee)

1. This is notice that your current telework agreement will expire on

______________________. If you fail to have your telework agreement revalidated before it

expires, your telework privileges will be suspended until your current agreement is revalidated

by your supervisor or until you have completed a new telework agreement.

2. If you wish to revalidate your standard telework agreement, please submit Attachment 4 of

the Telework Handbook (NSTCINST 1035.1A, Enclosure (1)) to your supervisor.

3. If you no longer wish to continue your telework arrangement, please check the box and sign

below, return this form to your telework coordinator, and submit a copy to your supervisor.

Your declination to revalidate your telework agreement will not preclude you from requesting

participation in the telework program at a later date.

_____ I decline to revalidate my telework agreement.

________________________ ______________

Employee's Signature Date

Note: Copy to employee and supervisor; telework coordinator keeps original.

NSTCINST 1035.1A

25 Mar 2019

Attachment (3)

REQUEST TO REVALIDATE STANDARD TELEWORK AGREEMENT

Date: _______________

From: __________________(Employee)

To: ___________________(First Line Supervisor)

I. I am requesting to revalidate my standard telework agreement for one year from the date of

the expiration of my previous telework agreement. I understand that I remain obligated to honor

the requirements set forth in NSTC telework policy and in my previous telework agreement, as

applicable.

2. It is my desire to:

_____ Maintain the same telework arrangement as my previous agreement.

_____ Change to a different telework arrangement, specified below:

_____ Ad Hoc/Situational

_____ Regular and Recurring.

Telework days will be: ________________________

(e.g., first Monday, second Friday, etc.) of each pay period

_____ Change my regular and recurring telework days to:

___________________________ (e.g., first Monday, second Friday, etc.) of each

pay period

________________________ __________

Employee Signature Date

3. Authorization:

_____ Approved. The revalidated agreement will expire on

_______________(date)

_____ Disapproved. Reason: ________________________________

________________________ __________

Supervisor Signature Date

Note: Copy to employee and supervisor; telework coordinator keeps original.

NSTCINST 1035.1A

25 Mar 2019

Attachment (4)

HOW TO RECORD TELEWORK IN STANDARD LABOR DATA COLLECTION AND

DISTRIBUTION APPLICATION (SLDCADA) SYSTEM

• Log in to SLDCADA.

• Open your timekeeping screen.

• If necessary, add a row (if there are no blank rows available).

In the Ehz field, click on the down arrow and select TW (telework Regular) or TS

(Telework Situational/Adhoc) or TM (Telework Medical) – whichever telework schedule

you are following.

• In the THC (Type Hour Code) block, click on the down arrow and select RG for Regular

(Graded). Input the number of hours you have teleworked.

• SAVE

• When you get ready to check the EVT boxes prior to certification, ensure that you have two RG

lines - one line for telework hours and one line for non-telework hours.

NOTE: You must sign in and out on a standard timesheet each day that you telework. Turn the

timesheet in to your supervisor or departmental timekeeper on your next scheduled workday at

the primary worksite.

If you should have problems, contact the NSTC SLDCADA Coordinator in N8.

DEPARTMENT OF DEFENSE TELEWORK AGREEMENT

PRIVACY ACT STATEMENT AUTHORITY: 10 U.S.C. 113, Secretary of Defense; DoD Instruction 1035.01, Telework Policy. PRINCIPAL PURPOSE(S): Information is collected to register individuals as participants in the DoD alternative workplace program; to manage and document the duties of participants; and to fund, evaluate and report on program activity. The records may be used by Information Technology offices to determine equipment needs, to ensure appropriate safeguards are in place to protect government information, and for assessing and managing technological risks and vulnerabilities. ROUTINE USE(S): None. DISCLOSURE: Voluntary; however, failure to provide the requested information may result in your inability to be a participant in the telework program.

TERMS OF TELEWORK AGREEMENT

The terms of this agreement must be read in conjunction with Department of Defense (DoD) telework policy, available on the DoD Issuances Web Site at http://www.dtic.mil/whs/directives/ or on the Civilian Personnel Management Service Web Site at www.cpms.osd.mil and any additional guidance provided by the employing organization. Signatories certify they will abide by this agreement, DoD telework policy, and all supplemental terms established by the ernploying organization.

1. Work schedules and hours of duty may be modified as necessary, but are subject to local management procedures and approval and/or collective bargaining agreement requirements. A copy of the employee's approved work schedule should be kept on file with the signed telework agreement. In emergency situations (as indicated in Section I, Block 12 of the telework agreement), the teleworker's work hours may be subject to change. Emergency schedules will be set based on mission needs.

2. If the employee reports to the regular worksite at least twice per pay period, the regular worksite is the official worksite as defined in part 531.605, subpart F of title 5, Code of Federal Regulations.

3. If the employee does not report to the regular worksite at least twice each biweekly pay period, the official worksite is the location of the employee's telework site. Exceptions to the twice each biweekly pay period requirement may be made during emergencies (including a pandemic) and for short-term situations (e.g., special projects, medical accommodation).

4. All pay (to include locality pay or local market supplement), leave, and travel entitlements are based on the employee's official worksite as documented on a Notice of Personnel Action.

5. Prior to signing this Telework Agreement, the supervisor and employee will discuss:

a. Office procedures (e.g., procedures for reporting to duty, procedures for measuring and reviewing work, time and attendance, procedures for maintaining office communications);

b. Safety, technology and equipment requirements; and c. Performance expectations.

6. Employee will not work in excess of the prescheduled tour of duty (e.g., overtime, holiday work, or Sunday work) unless he or she receives permission from the supervisor. By signing this form, the employee acknowledges that failure to obtain proper approval for overtime work may result in cancellation of the telework agreement and may also include appropriate disciplinary action.

7. If designated employee (as indicated in Section I, Block 12 of this agreement) is unable to work due lo illness or dependent care responsibilities, the employee must take appropriate leave. Supervisors may, on a case-by-case basis, administratively excuse the designated teleworker from teleworking if circumstances, such as a power failure or weather related emergency, prevent the employee from working at the telework site. To the extent practicable, managers will include a description of emergency duties with this agreement if emergency duties are different from the employee's prescribed duties and responsibilities.

8. Teleworkers may be required to return to the regularworksite on scheduled telework days based on operational requirements. In situations where the employee is called to return to the office outside normal work hours, the recall shall be handled in accordance with established policy and/or collective bargaining agreements, if applicable.

9. If the employee uses Government-furnished equipment (GFE), the employee will use and protect the equipment in accordance with the DoD Component's procedures. GFE will be serviced and maintained by the Government.

10. The employee agrees to comply with the terms of computer software license and copyright agreements, computer virus and protection requirements and procedures.

11. No classified documents (hard copy or electronic) may be taken to, or created at, an employee's alternative worksite. If classified telework is authorized at an approved alternative secure location, teleworkers must comply with the procedures established by DoD 5200.01-R and the DoD Component regarding such work. For Official Use Only (FOUO) and controlled unclassified information (CUI) data may be taken to alternative worksites if necessary precautions are taken to protect the data, consistent with DoD regulations.

12. When CUI including competition sensitive or source selection data is authorized for use at the telework location, criteria for the proper encryption and safeguarding of such information and data must be consistent with Enclosure 3, subparagraphs 3.f.(1) through (3) of Do DI 1035.01, Telework Policy. Component specific instructions must be included in the space allowed for Component specific comments or cite the appropriate Component references that contain these instructions.

13. The supervisor will determine how frequently, if at all, backup copies of data onto network drives or removable disks must be made to protect against loss of data. The supervisor may also require the employee to periodically send backup copies to the main work facility.

14. The employee may be reimbursed for authorized expenses (e.g., installation of broadband or telephone lines) incurred while conducting business for the Government, as provided by statute and implementing regulations and as articulated in this agreement. (Approved authorizations are filed with this agreement.)

15. The employee will apply approved safeguards to protect Government records from unauthorized disclosure or damage and will comply with Privacy Act requirements set forth in the Privacy Act of 1974, and codified at section 552a of title 5, United States Code. The use of personal email accounts for transmission of Personally Identifiable information (Pll) is strictly prohibited. Pll may only be emailed between government email accounts and must be encrypted and digitally signed.

16. The DoD Component may inspect the home worksite, by appointment only, if the DoD Component has reason to suspect that safety standards are not being met and GFE is not being properly maintained.

17. The DoD Component will not be responsible for operating, maintenance, or any other costs (e.g., utilities) associated with the use of the employee's residence.

18. The DoD Component is not liable for damages to an employee's personal or real property while the employee is working at home, except to the extent the Government is held liable by the Federal Tort Claims Act or from claims arising under the Military Personnel and Civilian Employees Claims Act.

DD FORM 2946, DEC 2011 PREVIOUS EDITION IS OBSOLETE. Terms and Conditions Adobe Professional 8.0

TERMS OF TELEWORK AGREEMENT (Continued)

19. Employees paid from appropriated funds are covered under the Federal Employee's Compensation Act if injured in the course of performing official duties while at the official alternative worksite. Employees paid from nonappropriated funds are covered under the Longshore and Harbor Workers' Compensation Act. Any accident or injury occurring at the alternative workplace must be brought to the immediate attention of the supervisors who will investigate all reports as soon as practical following notification.

20. The employee acknowledges that telework is not a substitute for dependent care.

21. The employee acknowledges that telework is a discretionary alternative workplace arrangement. The employee may be required to work at the regular worksite on scheduled telework day(s) if necessary to accomplish the mission.

22. Either the employee or the supervisor can cancel the telework agreement. When possible, advance written notice should be provided. Management will terminate the telework agreement should the employee's performance or conduct not meet the prescribed standard or the teleworking arrangement fail to meet organizational needs.

23. The employee continues to be covered by DoD Component standards of conduct while working at the alternative worksite.

24. The employee has assessed the telework location against the attached safety checklist and certifies the location meets all safety requirements.

25. DoD Component-specific conditions may be included below.

COMPONENT-SPECIFIC TERMS AND CONDITIONS

DD FORM 2946, DEC 2011 Terms and Conditions (Back)

DEPARTMENT OF DEFENSE TELEWORK AGREEMENT

(Read Privacy Act Statement and Terms of Agreement before completing this form.)

SECTION I - This document constitutes the terms of the telework agreement for:

1. EMPLOYEE (Last Name, First, Middle Initial) 2. OFFICIAL JOB TITLE

3. PAY PLAN/SERIES/GRADE/PAY BAND 4. ORGANIZATION

5. REGULAR OFFICIAL WORKSITE (Street, Suite Number, City, 6. ALTERNATE WORKSITE ADDRESS (Street, Apartment Number, State and ZIP Code) City, State and ZIP Code) (May be TBD under emergency situations)

7. ALTERNATEWORKSITE TELEPHONE NUMBER (Include Area 8. ALTERNATE WORKSITE EMAIL ADDRESS (Address for official Code) emails if different from office email address. Identification of personal

email address is not required.)

9. TELEWORKARRANGEMENTIMPLEMENTATION DATES 10. TOUR OF DUTY (X one) (Attach copy of biweekly work schedule)

(Agreement should be revalidated at least once every 2 years) DFIXED a. START(YYYYMMDD) b. END (YYYYMMDD)

D FLEXIBLE

D COMPRESSED

11. TELEWORK ARRANGEMENT (X one)

D REGULAR AND RECURRING D SITUATIONAL

Regular and Recurring Telework Schedule: Number of Days per Week or Pay Period

Days of the Week (e.g., Mon, Wed, Thur)

All employees who are authorized to telework on a Regular and Recurring or Situational basis to include emergency situations shall have a telework agreement in place.

12. CONTINUITY OF OPERATIONS DURING EMERGENCY SITUATIONS

Employee is expected to telework for the duration of an emergency pursuant to:

1) Component policy; 2) a pandemic; 3) when the regular worksite is closed or closed to the public due to natural or manmade emergency

situations (e.g., snowstorm, hurricane, act of terrorism, etc.); or 4) when Government offices are open with the option for unscheduled telework

when weather conditions make commuting hazardous, or similar circumstances compromise employee safety. Employees unable to work due to

personal situations (e.g., illness or dependent care responsibilities), must take appropriate leave (e.g., annual or sick). If the worksite is closed or

closed to the public, the employee may be granted administrative leave, on a case-by-case basis, when other circumstances (e.g., power failure)

prevent the employee from working at the telework site. Managers will include a description of emergency duties with this agreement if emergency

duties are different from the employee's prescribed duties and responsibilities.

13. SUPERVISOR OR AUTHORIZED MANAGEMENT OFFICIAL (Name and Signature) D I also verify that I have completed approved telework training.

14. DATE (YYYYMMDD)

15. EMPLOYEE SIGNATURE D I also verify that I have completed approved telework training. 16. DATE (YYYYMMDD)

DD FORM 2946, DEC 2011 Page 1 of 4 Pages

SECTION II - SAFETY CHECKLIST

SAFETY FEATURE (X) YES NO

1. Temperature, ventilation, lighting, and noise levels are adequate for maintaining a home office.

2. Electrical equipment is free of recognized hazards that would cause physical harm (frayed,

exposed, or loose wires; loose fixtures; bare conductors; etc.).

3. Electrical system allows for grounding of electrical equipment (three-prong receptacles).

4. Office (including doorways) is free of obstructions to permit visibility and movement.

5. File cabinets and storage closets are arranged so drawers and doors do not enter into walkways.

6. Phone lines, electrical cords, and surge protectors are secured under a desk or alongside a baseboard.

7. If material containing asbestos is present, it is in good condition.

8. Office space is free of exces.sive amount of combustibles, floors are in good repair, and

carpets are well secured.

I verify that this safety checklist is accurate and that my home office is a reasonably safe place to work.

9. EMPLOYEE SIGNATURE 10. DATE (YYYYMMDD)

DD FORM 2946, DEC 2011 Page 2 of 4 Pages

SECTION Ill - TECHNOLOGY/EQUIPMENT CHECKLIST

(1) TECHNOLOGY/EQUIPMENT

(Indicate all that apply)

1. COMPUTER EQUIPMENT

a. LAPTOP

b. DESKTOP

c. PDA

d. OTHER:

2. ACCESS

a. IPASSNPN ACCOUNT

b. CITRIX - WEB ACCESS

c. OTHER:

3. CONNECTIVITY

a. DIAL-IN

b. BROADBAND

4. REQUIRED ACCESS CAPABILITIES

a. SHARED DRIVES (e.g., H or P Drive)

b. EMAIL

c. COMPONENT INTRANET

d. OTHER APPLICATIONS:

5. OTHER EQUIPMENT/SUPPLIES

a. COPIER

b. SCANNER

c. PRINTER

d. FAX MACHINE

e. CELL PHONE

f. PAPER SUPPLIES

g. OTHER:

6. SUPERVISOR'S SIGNATURE

8. EMPLOYEE SIGNATURE

DD FORM 2946, DEC 2011

(2) REQUIREMENT

(YorN)

(3) OWNERSHIP:

AGENCY OR PERSONAL (A orP)

(4) REIMBURSEMENT BY COMPONENT

(YorN)

7. DATE (YYYYMMDD)

9. DA TE (YYYYMMDD)

Page 3 of 4 Pages

SECTION IV • NOTICE OF TELEWORK ARRANGEMENT CANCELLATION (Complete this section when the telework agreement is cancelled.)

1. CANCELLATION DATE (YYYYMMDD)

3. REASON(S) FOR CANCELLATION

4. GOVERNMENT-FURNISHED EQUIPMENT/PROPERTY RETURNED LIST PROPERTY AND DATE OF RETURN:

5. SUPERVISOR'S SIGNATURE

7. EMPLOYEE SIGNATURE

DD FORM 2946, DEC 2011

2. INITIATED BY (X one)

D EMPLOYEE

DYES ONO

D MANAGEMENT

6. DATE (YYYYMMDD)

8. DATE (YYYYMMDD)

Page 4 of 4 Pages

DON TELEWORK INFORMATION TECHNOLOGY (IT) STRATEGY CHECKLIST

Commands will utilize this checklist to develop an IT strategy for telework ( 5ECNAV Instruction 1035.01)

DON Comman~ Considerations

i) What will the office use as the primary means of communication forteleworkers? L! Email: Outlook Web Access {OWA.), air card?

D Instant Message: Jabber (TWMS)?

Laptop: Needed for PU, FOUO, or sensitive

unclassified, or personal computer? Telephone: GOV, priYate, long distance calls?

0 Video Teleconference: Defense Connect Online {DCC)?

= How will the office conduct meetings?

D Conference Calls, DCO, VTC, telephone bridge, or direct dlal Audio headsets/microphones, web cameras?

0 Are conference rooms equipped with an audio/telephone system that can ensure successful

reception and transmission of voice conversations?

C Does the employee require full network access for tefe\vork? Full time or Part time te[ework?

[J Y•.that will the employee use to obtain a network connection {e.g" a local Internet Service Provider (ISP); Air Card; Wireless Card; or by tethering with a smart phone {I.e., Blackberry))?

O If full access is needed: Has the employee been given a means to connect (e.g., Virtual Private Network (VPN) connectivity; "MobiKEY;" or "NMCI on a Stick")?

Employee Considerations

C Do you have the IT equipment necessary for telework, and/or can you organiz.e your work for

cost effectivene use of office equipment? Such as:

LI

0

[I

0

Computing device {personal or GOV} Internet connectivity

Smart phone/cell phone/desk phone CAC card reader Scanner or Fax machine Web camera, Audio headset/microphone Air Card, Wireless Card, Tethering Mobile Talon Card,SME PED

'.:l MobiKE'f, NMCl on a Stick

[, Do you have a telecommunications voice or data

plan that will economically accommodate hlgh­

frequency use?

iJ Do you have the most current phone numbers for:

C! Office personnel

0

Emergency recall purposes

Help Desk personnel

other?

C If your primary mean!> of connecting to the

network to perform work is not available, do you have a backup plan?

D If full access is not needed {no PU, FOUO, or u Do you know how to establish and connect to sensitive unclassified): Have all software tools been virtual meetings or chat sessions? provided to perform the work remotely? I---'-=-"--='-"'-'"-"-=-'-'===------~

0 Have you forwarded your phone and/or do you Has the employee been issued a Common Access card (CAC) reader? know how to receive work phone calls and voice

U Can the employee organize the remote work to mail messages remotely?

1----'-'~'d="='~'~'~"='~'~{i~o~o~ffi~"~'~'~q~u~ip~-~"~"=d~f~o~c~w~o~ck~)~?---< C Do you have access to all of the software you D How will you share and manage calendars? need to perfonn your work?

;: How will you manage share files? (e.g., via a web portal such as Defense Knowledge Online (DKO), lnte!ink; Navy Enterprise Portal (NEP) Command Site; or via direct network access)

;J Does the employee have access to a fax or scanner and software that can generate editable documents?

r- Can employees forward their desk telephones to an

alternate locatron or pick access work voice mail remotely?

.= Can employees slgn and/or encrypt a!! emails while teleworklng to ensure authenticity and avoid

{e.g., vz Access to connect via VPN)

0 Where will your data be stored and backed up? (e.g., Local hard drive; External disk; in the "Cloud")

~ Have you been trained on the use of Data at Rest

(DAR) encryption software?

[J If you are not using Government Furnished

Equipment (GFE):

;J Do you have antivitus software installed and up to date virus signatures? {GOV antivlrus software and updated signatures: hrtps:/Jinfo5ec.navy.m1I

.. < Is your Internet access configured in accordance with DON CID Information Assurance for wireless

spoofing? or wired connections? '---===-------------'------'"-"===="--------